Deputy HR Manager

J OB P URPOSE : In the role of Deputy HR Manager, your principal responsibility is to furnish the Human Resources department with operational supervision, guaranteeing the efficient provision of HR services that are in line with the objectives of the organization. By working in close collaboration with the HR Manager, your position entails a wide range of duties that are directed towards cultivating a favorable organizational climate, streamlining talent management procedures, and advocating for HR endeavors that positively impact the organization as a whole. K EY R ESPONSIBILITIES : The Acquisition of Talent: Collaborate with hiring managers to develop effective recruitment strategies and identify staffing needs. Oversee the entire recruitment procedure, starting from job posting to candidate onboarding. Ensure an inclusive and diverse hiring process. Personnel Relations: Serve as the primary liaison for employee inquiries and concerns, thereby cultivating a constructive staff atmosphere. Resolve and mediate disputes and complaints from employees. Promote management-employee communication that is efficient. Effective Performance Management: Performance management processes, including goal setting, performance evaluations, and development plans, are implemented and supervised. Offer direction to managers concerning matters pertaining to performance. The domain of training and development: Assist in the coordination of training program development and delivery and ascertain training requirements. Advocate for employee career development initiatives. HR Compliance and Policy: Ensure that all company policies and labor laws and regulations are adhered to. Review and revise human resources policies as required to ensure compliance with legal and industry standards. Employee Participation: Formulate and implement strategies to augment employee engagement and contentment. Team-building events and activities should be planned in order to foster a positive workplace culture. The administration of benefits: Supervise programs of employee benefits, such as health insurance and retirement plans, among other perks. Respond to inquiries regarding employee benefits. Management of Data and Reporting: As required, generate reports, and maintain accurate HR records. Leverage HR analytics to evaluate and enhance HR operations. Integration and Implementation of HRIS: Ensure that the implementation of HRIS solutions is in accordance with the objectives of the organization. Work in tandem with IT and other departments to ensure that the HRIS is seamlessly integrated with other enterprise systems. Analytics and Reporting: Produce and develop human resources analytics and reports in support of strategic decision-making. Provide analysis of significant HR metrics and trends. Process Improvement: Identify opportunities to streamline HR processes through HRIS functionalities. Collaborate with stakeholders to optimize workflows and enhance efficiency. Project Management: Lead HRIS-related projects, from planning to execution, ensuring deadlines and objectives are met. Collaborate with cross-functional teams for successful project outcomes. S KILLS R EQUIRED : Proven experience in HR roles, with a focus on the FM and Energy sector being advantageous. Proven experience in HRIS administration and Strong analytical and problem-solving skills. In-depth knowledge of HR policies, procedures, and best practices. Excellent communication and interpersonal skills. Ability to communicate effectively with employees at all levels. Knowledge of various recruitment methods and strategies. Knowledge of compensation structures and benefits administration. Knowledge of relevant labor laws and regulations. Excellent interpersonal and communication skills. Understanding of employee development and performance management. Strong problem-solving and decision-making abilities. Skills in resolving conflicts and mediating disputes. Ability to maintain confidentiality and handle sensitive information. Good leadership skillset and Team Management experience. Q UALIFICATIONS : Bachelor’s degree in human resources, or a related field. 15 years of HR experience of which at least 5 years withing a management role. HR certification (e.g., SHRM, CIPD) is a plus. O THER R EQUIREMENTS : Ability to navigate complex organizational challenges and drive positive change.